Artificial Intelligence is now woven into nearly every talent operation, from sourcing to interviewing. According to SHRM, about 70% of HR and TA teams using AI report challenges with data privacy, trust or oversight. (SHRM)

At the same time:

• Over 65% of job-candidates say they’re uncomfortable with employers using AI in recruiting and hiring. (ServiceNow)
• And we’re seeing legal scrutiny rising. For example, in the case of Workday Inc., a federal court allowed a collective action lawsuit alleging that its AI-powered applicant screening tools disproportionately screened out applicants over age 40. (Holland & Knight)

What’s the pattern? Speed and scale matter, but not at the cost of accuracy, fairness, or transparency. Without the right data foundation, AI becomes a risk, not an advantage.

Where Things Go Wrong

Too many AI hiring tools rely on generic AI models pulling from unverified or publicly available data. That leads to three major issues:

• Unreliable candidate signals: If your initial data is nebulous, the downstream decisions suffer.
• Bias and liability risk: AI systems that aren’t designed and validated properly can impose unintended discrimination.
• Loss of trust: Candidates and hiring teams alike lose confidence if they feel an algorithm is operating like a black box.

Legal firms are warning employers: using AI in hiring doesn’t shield you from liability — in fact, it may increase it if you can’t explain or validate the decisions. (American Bar Association). AI that isn’t grounded in verified, high-context data and real-world validation can widen the gap between what the technology can do and what it should do.

A New Standard: Verified Data + Real-World Skill Validation

That’s where the partnership between Glider AI and Findem comes in.

• Findem’s data-labeling engine verifies candidate data across multiple sources, giving you depth and authenticity.
• Glider AI’s Skills Validation Platform™ goes further: it validates real-world skills and confirms integrity through AI-driven screening and interviews that mirror real-world scenarios.

Example: A company hiring a sales leader can use Findem to identify candidates who’ve grown revenue in tough markets, then use Glider AI to confirm those capabilities through scenarios that replicate real field conditions. Together, the system ensures the candidate is both authentic and capable.

This unified intelligence layer gives hiring teams a single source of truth; reducing mis-hires, accelerating time-to-offer, and restoring trust in AI’s role in talent acquisition.

Why It Matters for Business Outcomes

The benefits go beyond speed. When you ground hiring in trusted data and validated skills, you unlock:

• Fewer blind spots; deeper visibility into candidate strength, reducing risk.
• Stronger candidate pipelines — because you’re sourcing and screening the right signals from the start.
• Better alignment between talent and business performance; hiring decisions become more predictive.
  

For organizations aiming to scale hiring without scaling risk, this is the difference between “automating more” and “doing better”.

The Future: Agentic AI in HR

This partnership isn’t just about better tools — it’s about changing how HR works. Glider AI and Findem are redefining the future of Agentic AI in HR and Talent Acquisition — delivering outcomes, not more tools. Together, they enable outcome-based hiring powered by AI you can trust, enabling organizations to hire faster with confidence.

AI isn’t the future,  trustworthy, outcome-oriented AI is.